Adoption of change could help transform my life in a better way due to the following reasons. First, eliminating the bad habits – Eliminating those bad habits that would negatively impact my life such as being lazy. Second, building new habits – Picking up new habits such as being on time every time by slowly practicing it so I could remove the bad habits without much conscious effort. Third, being more patient – Changing needs time as old habits would not be change in just one needs. Therefore, I could build patience during the process. Fourth, adopting self-reflection – Being able to reflect on myself and realize the bad habits that I have to transform myself into a better me.

Transformational leader should help overcome the resistance to change and implement effective change through the following strategies (People Management, 2016). First, communicate change effectively. Constant communication is needed between the top management and the general employees to let them know what is happening day to day and what is coming next. It is crucial to make employees stay informed and therefore, transparency in communication is very important. Apart from these, transformational leader would also need to explain the idea behind the change and the benefits associated with it so employees could better understand it and they could be convinced more easily to accept the change.

Second, effectively engaging employees. Transformational leader should always engage employees in organizational change as every advice matters and employees would feel that they are being valued as their opinions are appreciated. This would reduce their worries of being ‘sacrificed’ in the change as they still feel that they are part of the organization. Transformational leader should always get feedback from the employees by asking them their opinions and feedback on the change to see if the change is really working and if there is any employees do not feel good about the change so that adjustment and improvement could be made. 

Third, implementing change in several stages. A sudden, uninformed change would never do any good to the employees and organization. Transformational leader should first prepare for the change by informing the employees and then slowly take action on it. Change should be slow and steady and monitor frequently to ensure its effectiveness.

People Management. (2016). Overcoming employee resistance to change in the workplace [online]. Available at: https://www.paycor.com/resource-center/change-management-in-the-workplace-why-do-employees-resist-it [Accessed 3 April 2019].

It is crucial to overcome employees’ resistance to change in the organization as they play a huge part in determining the organizational success due to the following reasons (Elias, 2007). First, organizational commitment. Employees who accept the change would be more committed to the organization and they would be willing to stay in the organization for a longer time, resulting in low employee turnover, which would negatively impact the organizations to spend human and financial resources on recruiting. Second, growth needs strength. Employees would have strong needs personal growth and development within the workplace, making them to work harder to achieve both personal and organizational goals and helping organization to prosper. They would respond eagerly to any opportunities given to them and work harder to excel on them.

Third, locus of control. Employees would perceive that they remain to have control over the organization, even only a small extent as they have accepted the change and been engaged in the change. They would think they are a part of the organization and work harder to make the organization grow. Fourth, internal work motivation. Employees would be motivated to enjoy their job and they are willing to develop skills and knowledges voluntarily. They are always seeking for new experiences and goals rather than just focused on the pay check. A motivated employees would always be enthusiastic to take up new tasks and complete them in a good manner. 

Elias, S. M. (2007). Employee commitment in times of change: Assessing the importance of attitudes toward organizational change. Journal of Management, 35(1), pp.37-55.

Several of the factors influencing employee resistance to change are discussed. First, job security. Employees are worried about losing their jobs if there is any change in the workplace, causing them to resist change as job security is deemed to be very important for many employees (McMurry, 1947). Employees of different positions in the organization would have different level of worries when it comes to change as the possibilities of them losing job are different. Therefore, those who see them having high chances of losing job would have greater resistance on the change. Second, power and prestige. Change in an organization usually means change in power as some highly talented people would be promoted to a higher position while some low performers would also be degraded (Oreg, 2006). Employees who are in a favourable position would refuse change, worrying that they might be transferred to a less favourable position, or other departments. Third, intrinsic rewards. Employee intrinsic job satisfaction might be affected in the organizational change. As mentioned earlier, employees might be transferred to other position or even department, this means that they would have different tasks. Employees who think they would be transferred to a less challenging, autonomous and interesting job would resist the change in the organization as they are worried of this threats (Deci & Ryan, 1985). 

McMurry, R. N. (1947). The problem of resistance to change in industry. Journal of Applied Psychology, 31, pp. 589 – 598

Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. New York: Plenum

Oreg, S. (2006). Personality, context, and resistance to organizational change. European Journal of Work and Organizational Psychology, 15(1), pp. 73-101.